Today I wanted to dive into the CLAIMS Model to Motivation, which gets us thinking more specifically about WHAT motivates us and how each one of us is a little different in our motivational factors. Lets’ take a look at this model to motivation I first introduced in Reconnecting Workspaces and the 90-Day Guide.
As you think about these factors to motivation, what are your levers? Here is the CLAIMS Model to Motivation:
C—Community. We want to be part of a bigger whole. Some call this belonging. In this work, it’s about relationship development, communication, and strong team culture.
L—Learning. Ongoing learning is critical for success within the remote workspace, particularly as teams today are fluid and ever changing. What are the different ways you want to learn? To contribute?
A—Autonomy. Remote work is not short on autonomy. When clarity exists, remote workers can focus in on what’s important.
I—Impact. What’s the impact you want to make? As remote workers, we often measure our impact through our output (what results we get). Don’t forget that it can also be measured through the influence we have over others, and how we build a sense of community and team.
M—Money. Monetarily, what’s important?
S—Status. What is our role? Learn more about status and think about how it fits in the remote space.
What are the elements that motivate you? What’s important to note? Consider both the internal and external motivating factors
Excerpt: 90-DAY GUIDE FOR SUCCESS, Jennifer Britton (© 2021, Day 19 , page 145. All Rights Reserved.
Enjoy the conversation,
Jennifer
As you think about these factors to motivation, what are your levers? Here is the CLAIMS Model to Motivation:
C—Community. We want to be part of a bigger whole. Some call this belonging. In this work, it’s about relationship development, communication, and strong team culture.
L—Learning. Ongoing learning is critical for success within the remote workspace, particularly as teams today are fluid and ever changing. What are the different ways you want to learn? To contribute?
A—Autonomy. Remote work is not short on autonomy. When clarity exists, remote workers can focus in on what’s important.
I—Impact. What’s the impact you want to make? As remote workers, we often measure our impact through our output (what results we get). Don’t forget that it can also be measured through the influence we have over others, and how we build a sense of community and team.
M—Money. Monetarily, what’s important?
S—Status. What is our role? Learn more about status and think about how it fits in the remote space.
What are the elements that motivate you? What’s important to note? Consider both the internal and external motivating factors
Excerpt: 90-DAY GUIDE FOR SUCCESS, Jennifer Britton (© 2021, Day 19 , page 145. All Rights Reserved.
Enjoy the conversation,
Jennifer
Jennifer Britton
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
Check out my TEDx talk - Virtual, Remote and Hybrid Checklist
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my book, Reconnecting Workspaces, at Amazon
Potentials Realized |Reconnecting Workspaces | Group Coaching Essentials
Team and Leadership Development | Coaching | Retreats
Follow us on Instagram @ReconnectingWorkspaces
Phone: (416)996-8326
Check out my TEDx talk - Virtual, Remote and Hybrid Checklist
Looking to bring your workplaces back together, whether you are remote, hybrid, or face-to-face? Pick up a copy of my book, Reconnecting Workspaces, at Amazon
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